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KStater

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KStater
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  • Margaret, I'd like to see this form as well. My name is Pam and my fax number is 816-363-1755. Thanks! >I have one that I have used with my clients and they really like it. >It uses five rating categories, but overlays a numerical sca…
    in Evaluation Forms Comment by KStater July 2002
  • Okay, that makes sense. But what about the non-exempt mechanic that doesn't work in the office; do we need to pay for his lunch too, or is it ok to have him clock out for lunch while we pay for this other non-exempt person's lunch?
    in Works 37.5, paid for 40 Comment by KStater April 2004
  • [font size="1" color="#FF0000"]LAST EDITED ON 01-13-03 AT 02:19PM (CST)[/font][p]Thanks, Hatchetman, I was hoping you'd respond. But I'm still confused. I understand salaried non-exempt, but I don't understand doing this for a part-time employee. …
    in Employee classification Comment by KStater January 2003
  • Pat, could you send me a copy of your "Limited Duty Program"? My e-mail address is [email]phurd@kcnet.com[/email]. Thank you!
    in Workman's Compensation- light duty Comment by KStater May 2002
  • Margaret, are you saying that if the WC doctor has not returned the worker to full duty after 90 days of restrictions, you can stop the light duty assignment? Is that to get a fire under the WC doctor? Can an employer go against the doctor's recom…
    in Workman's Compensation- light duty Comment by KStater May 2002
  • [font size="1" color="#FF0000"]LAST EDITED ON 05-15-02 AT 10:38AM (CST)[/font][p]Margaret, I'm just now coming across this posting from June 2001 about language for a light duty policy. Our procedure has been pretty haphazard, but I'd like to get i…
    in Workman's Compensation- light duty Comment by KStater May 2002
  • I appreciate all the comments, they've been very helpful. I understand what Don is saying, so starting a policy now is not really bothering me anymore. What's bothering me is the point Leslie just brought up. I'm not sure my boss understands the …
    in Extending FMLA leave Comment by KStater January 2004
  • Yes, this is a long-term employee who has been using his sick leave, but still has vacation leave available. And you're right, this company is very generous about rolling over sick leave - the vacation leave rollover is about two weeks. I do have s…
    in Extending FMLA leave Comment by KStater January 2004
  • Thanks so much for your help!
    in FMLA request paperwork Comment by KStater March 2002
  • WOW!! Thanks to everyone for continuing to respond to this thread and to answer Paul's question, YES, it's still ongoing. The rumor mill is that the employee has taken her radio home, and another employee has done the same in a show of solidarity.…
    in Religious Discrimination Comment by KStater September 2002
  • Well, I posted this question on another forum I visited, and their HR gurus suggest that since this employee's religion probably doesn't "require" her to listen to the radio, no violation has occurred. The thing that confuses me is that when I read…
    in Religious Discrimination Comment by KStater September 2002
  • I think you make a good point, Pork. If it makes the employee happy, it doesn't offend anyone else and it doesn't interfere with her job, aren't those the ingredients to reasonable accommodation? I specifically asked if the music/preaching station…
    in Religious Discrimination Comment by KStater September 2002
  • This feedback is really good. I'm in MO, and since some of you who have responded are in MO, it's interesting to hear that you are doing this. Those of you who had a labor law attorney review your random policy, was there any particular MO law or …
    in Drug and Alcohol testing Comment by KStater March 2002